APPRAISAL

Presented by Rohit Pachory(12/ICE/038)

Nitin
Markan(12/ICE/002)

What is 360 degree

apraisal?

An appraisal made by top management,

immediate superior, peers, subordinates, self and
customers is called 360-degree appraisal
This method is very reliable because evaluation is
done by many different parties
Corporations like Reliance, Wipro, Infosys, NTPC,
Crompton greaves, Aditya birla group etc., are all
using this tool to discover home truths about
their managers
Originally developed by TV Rao in mid-eighties at
IIM ,. Ahmedabad . As a fact finding and self
correction technique

Cont

It is also currently used to design promotion

and reward .
Major advantage of this system is that the
feedback comes from multiple sources
360-degree feedback, also known as multirater feedback, multi source feedback, or
multi source assessment , 360-degree
appraisal .
It is not just feedback from the supervisor. It is
a well rounded feedback
Great way to understand organisational needs

Why 360-degree
feedback ?

Process of 360-degree
feedback
5 step process
1

step- Design and approval of feedback

questionnaire
2step- Presentation to explain process to all
participants
3 step- Completion of confidential feedback forms on
secure net links
4 step- feedback of individual results and agreement
of future action plan with trained 360 degree
coaches
5 step- High level report to partners outlining key
themes emerging from 360 degree process

Ignores performance
Merits and demerits
in terms of reaching

Evaluates
methods
applied to achieve
targets
MERITS
Reveals strength and
weakness
in
management style
Forces
inflexible
managers to initiate
self-change
Creates
an
atmosphere of team
work
and
improvement

goals
Colleagues response
tend to be biased
DEMERITS
Assesses
deny the
truth
negative
feedback
The system can be
used
to
humiliate
people
Linking
findings to
rewards can prove to
be unfair

Benefits of 360-degree
appraisal
Benefits to individuals
Helps individuals understand how others percieve
them
Feedback iss essential for living
Personal development needs are revealed
Benefits to team
Increases communication between team members
Supports teamwork by involving team members in
the development process
Benefits to the company
Drives training
Better carrer development for employees
Promote from with in

Benefits

DIFFERENT
ORGANISATIONS
360-degree

feedback used in
different organisations for
performance appraisal
1. HCL
2. WIPRO
3. ARICENT
4. Aditya birla group
5. NIIT

HCL
HCL

believes that the real value for

an organization gets created in the
interface between the customer and
the employee
This tool is used for middle level and
senior level managers
All managers & who have been in
the organization for at least 6
months are eligible to receive
feedback

Primary Objective of 360Degree Feedback in HCL

Providing a platform for the employees to
give and receive candid feedback from
other employees of the organization
Helping employees to understand the
perception of others around them.
Enabling the employees to identify the
strengths and developmental areas so
that corrective action can be taken
wherever required.

WIPRO
Earliest

to adopt 360- degree

feedback process
They
had
identified
8
Wipro
Leadership Qualities, which were
based on Wipro Vision, Values and
business strategy
In order to identify and help leaders
develop these competencies, they
adopted the 360 degree survey
process

Cont
The

8 parameters were customer

service
orientation,
strategic
thinking, team player, commitment
to
excellence,
building
star
performance, global thinking and
acting,
self
confidence
and
aggressive commitment.
Star Leaders were on the fast track
and provided with opportunities to
excel on a preferred basis

Aricent
In

Aricent the feedback was

highly confidential
The
individual chose the
people from whom to get the
feedback
Then
the feedback was
directly mailed to a third
party consultant in order to

NIIT
360-degree

feedback
process
introduced in NIIT in 1995
It had its own method of 360-degree
survey,
IEF,
i.e.
Individual
Effectiveness Feedback which was
used across all levels
IEF was carefully administered & was
refined each year based on the
learning from the previous year

Conclusion

Supervision is about achieving organisational goals

through people
Effective
supervision
involves
communication
/coordination , delegation, motivating and mentoring
The tool should not be selectively used with one
group
A regular update keeps the participant committed to
the program
It should be ensure that the confidentiality of the
respondent is maintained
Discipline should promote responsibility and
improvement